Team Performance - Science topic

Hi everyone,

I am a third-year university student in the Netherlands, and for one of my classes, I need to write a literature review. I'm currently unsure if the gap I have identified is viable for my research.

I have chosen a quantitative approach, and since we, as students, do not have many resources, we have been advised to use questionnaires for data collection. Given the limited research time of one month, my sample size will be around 100-120 respondents.

The overarching theme of my research is team dynamics, and I have decided to focus on cultural diversity as a factor affecting team performance. My research question is: "How do individuals perceive the impact of cultural diversity on their team’s efficiency and overall performance?"

From the literature I have read so far, I noticed that studies usually analyze the impact of cultural diversity by looking at entire teams as a whole, drawing conclusions based on team-level data. However, due to my time and resource constraints, my questionnaire will collect data from individuals in different teams. This means my research will focus primarily on individuals' perceptions of how cultural diversity influences team performance.

Considering this, I believe there might be a potential gap in existing research: the lack of studies that examine the impact of cultural diversity on team performance from the perspective of individual team members, rather than looking at entire teams collectively.

Do you think this is a good literature gap to focus on, or does it seem too stretched? After all, teams are comprised of individuals and their opinions on the impact of cultural diversity on team performance should also be understood.

Thanks in advance,

Bianca

How to measure and analyze the impact of timeouts on team performance during and after the timeout

I am currently developing a team-level assessment of Psychological Safety (PS) that will be used by companies in an applied setting.

Specifically, the assessment will be a standard self-report Likert scale, with ~80 items spread across ~10 subscales. Teams will use this assessment to determine their PS levels and identify which intervention actions to take. There is also indications that our clients intend to use this assessment in an evaluative manner to judge managerial performance, and make team assignment decisions. This assessment will be administered, scored, and results reported via software, with no direct contact with me or other individuals with expertise in assessment administration or psychometrics.

I hope to establish between-industry norms for the assessment. The main push for these norms is forthcoming government regulations that will require companies to report assessment results regarding their performance relative to other companies in their industry.

I have spent days fruitlessly doing a literature search to locate specifics regarding sample size for establishing these norms. It seems the field is self-aware that most guidelines for norms are so vague they border on useless. However, I have been able to find some specific suggestions - that a minimum of N = 100 - 150 is required (e.g., Tett, Pieper, Wadlington, Davies, & Anderson, 2009; Gaddis, Foster, & Lemming, 2015).

However, all this research has been aimed at individual-level assessments. So it is unclear how this translate to team-level context. Do I need N = 150 teams within each industry? Or N = 150 individuals across a diversity of teams from a variety of companies within each industry? Is there a minimum number of teams and companies I should shoot for?

I understand that these things are more complex than a simple number (e.g., diversity and representativeness of sample is more important than the N, the importance of using of randomization and stratification in our sampling approach, etc.). But I am still hoping for a number or range of N that will at least give me a basic framework I can use to interpret and guide our sampling approach.

Thank you for anything you can offer!

I am looking for validated/standardized group problem solving tasks for evaluating team collaboration performance in controlled laboratory settings. My goal is to identify tasks that can solved in teams to compare teams performing under different manipulation conditions. Any hint is welcome! 

(please add reference to existing studies or reviews, if any)

Dear community, for my master thesis I am researching how cultural diversity impacts team performance in cross-cultural alliances. do you have any suggestions on which scale I can use to measure this variable?

In his book Black Swan, Taleb (2010) believes that the human mind is subject to many blind spots, illusions and biases and that: “The right strategy for inventors and entrepreneurs is to rely less on detailed plans and to focus as much as possible on creative thinking and recognizing opportunities when they arise. Excessive attention to what we know results in yet another similar weakness: we tend to learn the details instead of adopting general laws.” Resistance to change has long been cited as one of the key reasons why companies do not adapt to change on time. One of the approaches is exercise "How to destroy a company". Employees and stakeholders can be divided into groups to find the most effective ways to destroy a company. Lisa Bodell, founder and CEO of the company “Futurethink”, uses simple techniques to help organizations embrace change and increase their ability to innovate, such as Google, Novartis, and HBO: “The first time the HBO team performed this exercise, it created three tactics that a top competitor could use to destroy HBO. The American mining company regularly conducts this exercise in order to protect itself from both competitive and market forces.” Modern management has always existed for “best practices”. In trainings, managers use role models to encourage and direct change. New researches suggest a method better than the previous one. Scientists from the Kellogg School of Management in the USA conducted a series of experiments, and in one such experiment managers were gathered in small teams to create unusual creative purposes for a cardboard box. Before the brainstorming, half of the group was given the task to share the unpleasant stories from the past six months, and the other half was given the task to share the stories they are proud of. According to the results of the experiment, the teams that shared unpleasant stories generated 26 percent more ideas than the groups that shared proud stories.

Dear RG Members,

I am doing a study at a team-level from a software services organization collecting data by surveying the team lead and the members. My independent variables (IVs) are individual-behavior oriented and the survey data was collected using a 7-point likert scale. In addition to the IVs, I also collected perception of team performance from the survey members on 7-point likert scale.

Using the survey data, I used regression analysis to check if my IVs are leading to my DV (team performance) and I was able to confirm my Hypotheses.

Now, I would like to do supplemental testing and I was planning to use the actual revenue data at project level and use that as DV instead of the team performance perception measure obtained from the survey.

For this, I am planning to use the actual annual revenue of the project from Year 1 and Year 2 and get the difference in them. I am converting the increase/drop in revenue in terms of % growth / de-growth from year 1 to year 2 and use this Percentage difference as my financial performance variable and use this directly in the regression (after standardizing). Since this is actual project revenue data, I am assuming that this is primary data and not secondary/panel data.

Can someone please let me know if there is a precedence to this and if so, can you please point me to the correct references?

Thanks in advance.

As an academic or professional leader with an academic career, what is the appropriate leadership style to lead your team in the light of the global epidemic, quarantine and remote leadership?

Please it is very important to give your opinion

Hi,

I'm a master's student and I'm studying software development teams as my thesis. My research is quantitative and I need to measure my variables which are social/Organizational Behavior concepts. One of my four variables is team effectiveness. I have determined means of measuring other variables but so far I had no luck finding a suitable method by reviewing the literature. I'm using a structured questionnaire as my method of data gathering, so for each variable, I have included questions from a previously accepted and well-cited research. As for team effectiveness, I've also been looking for a survey-based scale that suits a software development team which is a knowledge work team, and is also usable for a mass variety of teams as I'm going to need to gather data for more than 40 different and probably diverse teams across my country.

It might be because I'm not searching correctly or enough, however, I'll be more than happy if anyone could recommend anything to me.

Thanks a lot

I wonder what it means if persons are emotionally, personally or culturally similar or incompatible, for example, in social relations or in work.

Motivation and The Candle Problem

by Rhoads on August 13, 2013 in Motivation

Our world continues to move faster and is increasing in complexity. So what’s the best way to motivate people to think creatively and solve complex problems in a shorter amount of time? Let’s take a look at a study that examines this question.

“The Candle Problem” was conducted by Professor Duncker in 1945. Individuals are led into a room that has a table sitting against the wall. On it is a box of thumbtacks, some matches, and a candle. They are asked to attach a lit candle to the wall in a way that the wax won’t drip onto the table and to do this as fast as they can.

Many who attempted the test tried creative methods but were unsuccessful. Some took a tack and tried to pin the candle to the wall…but that wouldn’t work.

Others lit a match and melted the wax on the side of the candle and then tried to stick it to the wall …but, that wouldn’t work either.

Some, figured out that the real solution was to empty the box of tacks then tack it to the wall and place the lit candle in it.

Professor Duncker realized that people have difficulty in solving a problem when one element has a fixed function that must be altered. In this case, the problem solver has to be able to realize that the box is not just a container for the tacks, but that it can also be used to hold the candle on the wall.

To demonstrate this point, he repeated The Candle Problem again with new participants, but this time he placed the tacks next to the empty box. This time the problem solvers could see that the box’s function was not directly tied to holding the thumbtacks. As a result, virtually all the participants were able to solve the problem with relative ease.

The Candle Problem becomes even more intriguing when you add a monetary reward to the task which is exactly what a professor of psychology, Sam Glucksberg did in 1962.

Glucksberg took a set of new participants and split them into two groups. He told the first group that “the person to complete the problem the fastest will receive $150, and if you are in the top 25% of fastest times you’ll receive $40 (values adjusted for 2013 value).” To the other group he did not offer a monetary reward, but still asked them to solve the problem as fast as they could.

Then he split those groups up and half of each group faced the problem with the tacks placed outside of the box, and the other half faced the problem in the more complex way with the tacks placed in the box.

You’d expect that those who were given the incentive of money would solve the problem faster and in fact that is true when the tacks were out of the box. More of the participants in the group that was incentivized by money solved the problem and with faster times than the other group.

However this was not the case when the problem was given in the more complex way with the tacks placed inside of the box. In this case, those who were not incented by money performed better than those who were offered money.

Glucksberg found that adding the variable of competition for a monetary reward creates levels of stress that shuts down the creative thinking and problem solving areas of the brain.

This finding can have huge implications on the reward model that many organizations use today. Many organizations use an “if – then” motivation model, meaning if you do this, then you get that. While directly tying financial incentives in an “if – then” format to simple tasks can be effective, tying financial incentives in this format to complex tasks that require creative thinking will actually have a negative impact on performance.

This viewpoint was popularized by Daniel Pink in his book Drive where he unpacks the concept of intrinsic and extrinsic motivation. The main premise of his book is that you when you hire people to do complex and creative work, you need to motivate them with autonomy, mastery, and purpose rather than the carrot of a financial reward. Pink is clear to point out that money is still very important…however for this type of work, organizations should pay their employees very well and not tie it directly to the result of their creative work because that would only decrease their performance.

So if you lead a team or are trying to figure out how to motivate people to do something, think about the type of task that is being completed and if it complex and requires creative thinking, understand that using money as a reward for performance on this type of work will actually decrease the quality of the work you are trying to incite.

Sources:

Drive, by Daniel Pink

The Cornell Daily Sun, “Solve this Problem, Receive $20”, by Steven Zhang

The Candle Problem – Wikipedia

Hello!

I believe, that we, the researchers in social and human sciences are a bit like the Moliere’s Monsieur Jourdain who found out (with the help of the teacher) that he spoke in prose. Today we speak of certain types of proses, e.g. behavioral, liberal, etc., as it is the universal language of today's social and human science. The language we use is geared with the research we do.

I believe, the language from D. Kahneman "Thinking fast and slow" has made us use psychological & behavioral prose, and consequently psychological & behavioral interpretations and the units of analyses in our research.

That's why I start working on the project "Creating fast and slow" which aims at showing that the creativity of interdisciplinary teams is based not on how do particular members think but on how are the assignments formulated: (1) creating fast, the assignments that expect a direct solution of the formulated problem (2) creating slow, the assignments that allow redefining the problem and to solve another problem than the initial one. I believe that improperly solving a fast creativity assignment instead of the slow creativity assignments is a relevant research problem here.

Origins

In 2018, we carried out one semester-long workshop on innovations, where students were working on briefs supplied by firms from one of the technological parks. The briefs contained the problems to be solved. The students proposed solutions and got feedback from the authors of the briefs (the sponsor users were the holders of the study). We saw that (1) only one team reformulated the initially formulated problem after one semester of work on it (2) the presented solutions got feedback but no one was tested in a real-life environment anyway. We understand now that (1) the whole above project should be redesigned and (2) the problem of improperly solving a fast creativity assignment instead of the slow creativity assignments should be investigated also outside the university projects' reality.

Could you point any scientific sources or anecdotal evidence (failures? achievements?), where the teams solved the fast creating type assignment, where they should work on the slow creating type assignment? Have you seen any research on such a problem?

Dear Concern,

Kindly guide me regarding the step by step process of data aggregation in Mplus/SPSS. (Pls answer as per your expertise in any of the mentioned statistical software).

I have collected data from two sources; team members and team leaders. During the survey, leaders were given questionnaires for variables, and one among them was the team-level variable (group norm). Regarding this, I am not sure about its aggregation and further hypotheses testing.

It would be kind of you if your understanding of this query (data aggregation) can help me proceed with my data analysis and interpretation.

Thanks in anticipation!

Regards,

I'm looking for the 5-item scale to measure team performance developed by Hackman.

Multiple sources have linked the article below, but the article itself does not show any scale.

Hackman, J.R. (1987),“The design of work teams”, in Lorsch, J.W. (Ed.),Handbook of OrganizationalBehavior, Prentice-Hall, Englewood Cliffs, NJ, pp. 315-342.

Where can I find the scale?

Dear professors/researchers,

My name is Nicola Bombonato, currently enrolled in the Msc in Marketing Management at Bocconi University (Milan, Italy), nice to meet you!

I am looking for some academic literature regarding sales team performance, since I want to develop a research thesis in this field. In particular I am interested in analysing the effect of the group dimension and its impact on the sales team performance.

Do you have any academic articles to suggest?

Thanks in advance for your help.

Kind Regards

Nicola

I am trying to find out the relationship between emotional intelligence and work relationship among individual employees. There seems a lot of research done on the job performance, team performance, leadership of course and marketing performance as well. However, there seems not much work done on the relationship between emotional intelligence and work relationship among individual employees. Your thoughts will be highly appreciated.

I'm preparing for a management research and analysis exam and in it we have to devise a hypothetical research study to solve an organisational problem.

My independent variables in the example I'm completing are communication frequency, trust levels within team, and number of team members. My dependent variable is team performance.

If I wanted to suggest trust had a moderation effect on the relationship between communication and team performance, what steps would I have to go through/data analysis techniques would I use, and what kind of results would I expect to see if there was a moderation effect on the relationship? It doesn't need to be too in depth, and it might be worth noting I'm using a longitudinal research design with questionnaires as my data collection method.

Many thanks.

How to make a high international research collaboration?

What are the criteria of the good research team?

Research needs appropriate and accurate data collection.

For the research team with data collectors, should they be invited to join the authorship?

If you are the principal investigator and notice conflict of interest between two of your coauthors, how would you manage it?

I am working on a research for Master thesis in Management. My field of research is focused on self-managing teams, but I have not defined the final topic yet. I am thinking of analyzing some characteristics which are common for both traditional and self-managing teams, by reviewing theoretical and empirical findings. Field research using questionnaires are to be considered, too.

Therefore, your help in providing with the relevant information on the common characteristics for these two types of teams and the instruments which were used to measure (in case there is any), would be highly appreciated.

Thank you in advance for your support!

Cordially,

Besnik

I am working on a research for Master thesis in Management. My field of research is focused on self-managing teams, and after a long and deep review of literature and some recommendations from some researchers, I came up with some ideas about analyzing the outputs of self-managing teams in context of 'job satisfaction' and 'performance' ('innovation' is also a facet to be considered).

Therefore, I would highly appreciate your efforts to give me some better orientations in the most popular instruments, surveys or questionnaires which have previously been used to give a metric measurement to the above-mentioned facets of the teams (self-managing teams).

Thank you in advance for your support!

Cordially,

Besnik

actually I am looking for team performance measurement scale employed by Marianne van Woerkom & Marcel Croon,2009 (

Hello all, I am attempting to propose a meta-analysis study to identify the most vital (best and/or most popular) factors to evaluate team performance.

Several studies I'm planing to code in the meta-analysis include correlation values ( e.g. Tau or P) and rankings of what respondents think are the most important factors.

I plan to use the 'Comprehensive Meta-Analysis' software, which gives the following formats to input data: https://www.meta-analysis.com/pages/formats.php

I have also included two screenshots that show example data I plan to utilize from studies that will be coded in the meta-analysis.

To identify the most vital factors to evaluate team performance, what calculations or rankings can I utilize as input? Which one of these effect size calculations would be the most proper route to take: https://www.meta-analysis.com/pages/formats.php

I've considered looking at performance output that have the highest correlation values, but I'm not sure that high average correlation values signify the importance of an output factor. Another idea is to take the frequency that a performance output is measured (e.g. efficiency was measured in 70 out of 100 studies)

Any advice or input would be greatly appreciated.

Thank you,

Ramy

Human multitasking is our ability to do more than one task at the same time.

Is this theme applicable in your research field?

Will you consider running parallel research projects by the same researcher or research team a type of multitasking?

Please Share your thoughts and reflection..

I am currently working on the research that tries to identify and examine the relationship between deep-level diversity of entrepreneurial teams and their ability to generate business ideas. The recent studies show that team heterogeneity affects the team performance including creative processes such as ideation. As we daily and practically work with our young entrepreneurs at our faculty we are curious how the composition of the teams affects their creativity during the process of idea generation for their projects/and or start-ups. We have noticed that cooperation in a team affects positively the team atmosphere and their willingness to share information and knowledge and consequently, their creativity performance in a team. However, we have noticed also a lot of conflicts in the teams where not all of them where negatively affecting ideation processes. Some conflicts, cognitive/task conflicts where indeed stimulating the process of idea generation. Nevertheless, not all teams cooperate at the same level and not all of the teams have only tasks conflicts as some enter into the relationship conflicts that block many processes in a team. We are therefore, curious how and why team diversity affects creativity performance and how and why cooperation and conflict can mediate the relation. It would help us to monitor and improve creative processes of our entrepreneurial teams.

I would be grateful for any info, insights from researchers that have already worked in that area and would like to share their findings or opinions and viewpoints.

Dear all,

I have had to close off a quantitative survey which is part of a study, due to the fact that no more participants could be found.

The problem is; the total amount of participants is now only 11, plus 3 incomplete ones (explained further down).

The study consists of quantitative surveys sent out to company leaders as well as to 1 of their team members.

Both questionnaires have around 60 question items, with five-point Likert scale options (certainly don't agree, don't agree, neutral, agree and certainly agree).

Questions were subdivided into seperate groups, of which;

Leaders AND team members received the same questions on the leader's leadership approach plus also questions on team performance.

Leaders received additional 4 open end questions

Team members received additional closed questions on team dynamics

The goal of the study is to show correlations between the leadership style of leaders and team performance. Additionally also taking into account team dynamics.

Long story short; I now have 11 companies of which both a leader and a team member completed the survey. 3 companies only returned 1 copy, completed by the leader (which could be used as well, although these don't have a second perspective to verify the situation in those companies)

The next step was to statistically analyse the data to show correlations, but I am fairly certain that none of these calculations will result in significant findings due to the very low population sample. So what options are there to still use this data in a relatively meaningful way?

Thank you for reading all the way through, I would very much like to know what your thoughts on this issue are!

I am working on teams performing in extreme environment

I have reached out to the two possible contacts that I have, which have not been fruitful. I have also reached out to my LinkedIn and Twitter network to try to identify an organization to participate in my team-level research, but I still have not had any luck. I have been offering to provide a consulting service to help with personnel or leadership decision making in exchange for the participation. I have also stated whom the PhD-holding supervisor the project. Please let me know any suggestions you have, or if you have access to a large organization that may be willing to participate in team cohesion research.

Thanks,

M. Justin Miller, M.S.

I am working on a project called "Diversity and Team Performance: Evidence from Indian Premier League." There might be some endogeneity in the team diversity as the players are not randomly assigned to the teams. I am sure that, the endogeneity issue here must be minimum. However, the referee will definitely ask for it when publishing. So, I  am looking for a good Instrumental Variable (IV). Anyone have any idea about it?

By the way, i tried the 2009 problem of not playing Pakistan players. But the change is very small. And if it is, it might have affected 2009 and to minimum 2010 season. I am looking forward to your suggestion. 

Hi, I am attempting to study an intervention program. I need certain measurements to see if the intervention was effective. I want something that measures attitude towards teamwork, negative/positive thinking, and attitude towards productivity. I found other measurements for other constructs I'm measuring, but these are the only ones I am having trouble measuring. I have ideas for alternatives, but I would just like to see if anyone had ideas or knew of any measurement tools. Thank you so much.

There are multiple measurements of team performance and individual creativity. Does anyone know a good measurement tool for codesign performance or collaborative creativity in design?

I have searched Scholar, Google, and various databases; naturally I came across several nonverbal annotation manuals, yet none focus specifically on natural leader-follower interaction occurring in real-life organizational settings (e.g. supervisor-led staff meetings, day-to-day work floor interactions).

I am asking the ResearchGate community in the hope that someone could point me in the right direction!

Thank you.

Salam,

   i am doing my research on teamwork quality and team performance and currently facing problem whether to insert control variable or not in my research and what can be possible control variables for my research. My unit of anlaysis is individuals in the team i-e team leaders and team members. my variable of TWQ are communication, cohesion, coordination of expertise, trust, value diversity and mutual support and dependent variable is team performance.

Can anyone please help me out on this problem because i am not understanding is very well because the papers i have read not included the control variables but they also did not provide any justification to it.

Looking forward to hear answers shortly and will really appreciate it.

Regards,

Eman.

Scrum is widely used in the software industry today for the execution of projects. Measuring the performance of Scrum teams is the biggest challenge that most organizations face today. Scrum requires a simple and quick way to measure the performance of the team. Many methods are found, but they may affect the agility of the development process.

HI, I am MS Student and currently trying to do my Thesis in Project Management.

 My Topic is "The Influence of Teamwork Quality on project performance in  Environment Developmental Projects" but i cannot find any research article which can relate these two variables. I have my base paper which is "Teamwork Quality on project performance in IT projects" and also I have literature review on IT Projects Performance and Teamwork Quality. Is it possible that i can generalize this literature review for environmental projects? is it possible to do research on topic which i am trying to do? I am new to research please do help me if anyone can. I will be very happy to hear from everyone.

Regards,

Eman.

I am doing a litterature review on collective learning processes that would predict different kind of performance in a team. I want to check that I'm not missing something I wouldn't have thought of by asking you this question !

Several papers have been published related to culture or subculture. However how can the culture or subculture of a project team be characterised? Looking forward for any oppinion and/or publication in this topic.

Often Management by Objective comes ahead about when we talk about setting goals during the performance appraisal process. But MBO might not suitable in all kinds of circumstances and organizations. 

I'm planning a project proposal and would like to see a few a papers in my chosen area.

Globalisation and cross-border movement of labor has given rise to workforces where differences in nationalities, cultures, traditions, customs, religions, languages, economies and social structures play a crucial role while flexible labor policies provide organisations with access to global talent. In addition, the large movement of populations from East to West due to continuing wars as well as the existing European strategies of protecting immigrants strengthens the existence and spread of multicultural workplaces. Thus, it is evident that the need for multicultural awareness and sensitivity becomes imperative. To this vein, how a multicultural team performs within an Organisation and in its relationships with other organisations, their groups and teams is of great value.

I need to assess the ability to engage in complex activities or projects demanding an interdisciplinary approach.

I’m using the word “competency” to involve a three or at least a two dimensional construct regarding:

-       Knowledge to recognize different but specialized fields of work, research and study of different disciplines.

-       Attitude towards the contribution of different disciplines for complex problems solving and respect for their particular knowledge and practices.

-       And probably some skills component involving Team Work (?).

How to improve and examine user acceptance and adoption towards new integrated IT systems (i.e. PLM) and identify areas of improvements from a change management perspective?

I am trying to find the ways and means that already exist to measure or calculate a team member's (individual) performance in greening projects. Are there any KPI, metrics, or frameworks that exist for easy calculation?

...

I am planning to conduct research on competitive state and team performance under different level of the competitive situation. Since DDD (Aptima) has been accredited in some articles, I would appreciate if somebody could recommend me some other similar (and free-of-charge) instrument.

When  there is time pressure in team work,  individual employees are  more likely to focus their attention on issues related to task. Am looking for scales that can be used to measure individual responses to time pressure in teams

I am researching the topic cultural diversity: does it impact on team performance and what challenges if any does it pose in organisations?

Attributes, methods or existing models or suggestions for evaluating development teams free software.

We want to find a good index to evaluate organisational training focusing on: psychological safety, openness, trust, feedback, communication of best behavior and areas of improvement in production and services, feedback on individual- and team action plans, follow up by supervisor.

We have looked at Wilson, Lizzio & al, 1997, and Kuvaas & Dysvik, 2008, and want something more spesific to evaluate the training external consultancy firms deliver to an organisation. Do you know of relevant indexes we can use?

I'm interested in how to create safe spaces for team members to share stories about failure since we often learn more from failure than success. Thank you.

I want to know the characteristics that can I use to differentiate between team and group.

Currently only  looking at  measures of team mental workload. (no physiological or primary/secondary task measures)

The focus will be on the distributed team - the master, pilot, tugmasters and port control. . 

Looking for measure that would be fairly easy to use in simulator and real world studies of workload involved in ship navigation.  

The aim is to be able to measure changes to workload if, for example, a procedure is changed, new device is introduced, crewing levels change. 

Emotional Intelligence in Work group / Teams.

National culture can have a profound effect on team performance. For example aircraft accident rates are much higher for high power distance, low individualist aircrews than for low power distance, high individualist aircrews (even when adjusted for GNP-per-capita); a further example - team performance capabilities at tasks requiring various levels of creativity, from highly original ideas to modest process and product improvements, vary considerably across cultures. The Japanese are unmatched at process improvement.

During my research, I have found little in the literature on team skill sets that is of relevance to culture, and have had to develop a task/skill set of my own, which I use for 'default' culture-based assessments. Users rate the various tasks/skills in this set in terms of their importance to their proposed or actual team's performance. Clearly, the key skills/tasks of an aircrew 'team' are different to those of a research team.

I do not want to bias any discussion towards my own ideas, but I provide the following examples for clarification.

(1) National culture affects the speed of communication between team members,

(2) National culture affects the willingness of team members to contribute ideas.

As a final comment, the tools that I am building are not intended to provide the basis for any form of selection. They are primarily intended to highlight certain issues that may arise if culture is not taken into account when designing systems or operating procedures. These tools have been validated to some extent against data collected on accident rates, industrial & commercial team performances, etc.

I am interested in understanding to what extent cultural diversity in the workplace impacts productivity and performance.

Which metrics would you use?

What in your view would be strategies to assess team adaptability as an outcome qualitatively?

Is it possible to assess "team adaptive performance" statically in point of time as an outcome variable through interviews? If so could someone please shed some light on what would the appropriate items be to evaluate this construct. As till now mostly adaptive cycles are used, which suggest "team adaptive performance" develops over time

Thank You

How can team spirit be helpful in upgrading the level of research output?